The Sources and Accuracy of Job Applicants' Beliefs About Organizational Culture.

Cable, Daniel M.; Aiman-Smith, Lynda; Mulvey, Paul W.; Edwards, Jeffrey R.

doi:10.2307/1556336

Cited by 158 publications

(84 citation statements)

References 17 publications

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“…Potential employees may gain such knowledge through the company's product or service advertising (Cable et al. ) or via purchase and use of the company's products or services (Barber ). Further, a job seeker is likely to be more aware about a firm as an employer if that firm has good presence through its products or services (Barber ).…”

Section: Hypothesis Developmentmentioning

confidence: 99%

The role of brands in recruitment: mediating role of employer brand equity

Banerjee

Saini

Kalyanaram

2018

Asia Pac J Human Res

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The role of corporate brand and product brand in consumer decisions is well documented in marketing literature. However, the application of these brands in human resource management has received little attention. In this paper, we examine the relationship between an organization's product brand and employer brand; and corporate brand and employer brand; and their subsequent impact on job seekers’ intention to apply. Using a standard questionnaire, we collected 619 responses about corporate brand, and product brand and employer brand of 11 organizations. We find that a strong corporate brand positively contributes to the employer brand dimensions, and employer brand fully mediates the relationship between corporate brand and intention to apply. However, a product brand may not provide sufficient information for making job‐related decisions; therefore, the efficacy of job advertisement showing great products/services by the employer need to be reassessed. Managerial implications, the results and future research directions are provided.

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Section: Hypothesis Developmentmentioning

confidence: 99%

The role of brands in recruitment: mediating role of employer brand equity

Banerjee

Saini

Kalyanaram

2018

Asia Pac J Human Res

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“…According to the organizational support theory (Eisenberger et al 1986), we assume that individuals form expectations about how much the organization values them and cares about their wellbeing. Job seekers form their expectations based on, for example, organizational recruitment activities and recruiter communication (Cable et al 2000). The meta-analysis by Rhoades and Eisenberger (2002) also showed that working conditions are related to perceived organizational support.…”

Section: The Effects Of Fwps On External Outcomesmentioning

confidence: 99%

Are you attracted? Do you remain? Meta-analytic evidence on flexible work practices

Onken-Menke

Nüesch

Kröll

2017

Bus Res

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This meta-analysis investigates how three flexible work practices (FWPs), flexible work schedules, telecommuting and sabbaticals, affect organizational attractiveness for job seekers and the organizational attachment of employees. Based on organizational support theory and signalling theory, we conjecture that anticipated organizational support mediates the positive relationship between FWPs and organizational attractiveness. Applying the conservation of resources theory, we suggest that FWPs increase organizational attachment through increased perceived autonomy. Meta-analytic results based on 68 studies and 52,738 employees indicate that FWPs increase organizational attractiveness and that the positive effects are partially mediated by anticipated organizational support. We also find that flexible work schedules and sabbaticals (but not telecommuting) increase organizational commitment and that all FWPs decrease turnover intention. Furthermore, these effects are partially mediated by perceived autonomy. Implications for practice and future research are discussed.

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“…However, anticipatory socialization also encompasses the "broader context in which recruitment occurs" (Rynes, 1991, p. 399). Anticipatory socialization includes any experience with or knowledge of the organization, which might involve purchasing its products or services, encountering advertisements, hearing about the organization from family or friends, seeking information online, as well as participating in internships with the organization (Cable et al, 2000;Callanan & Benzing, 2004;Jablin, 2001;Stephens & Dailey, 2012). Importantly, we must expand our purview to account for these additional experiences.…”

Section: A Focus On Prior Experiencesmentioning

confidence: 99%

What Happens Before Full-Time Employment? Internships as a Mechanism of Anticipatory Socialization

Dailey

2016

Western Journal of Communication

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The Sources and Accuracy of Job Applicants' Beliefs About Organizational Culture.

Cited by 158 publications

References 17 publications

The role of brands in recruitment: mediating role of employer brand equity

The role of brands in recruitment: mediating role of employer brand equity

Are you attracted? Do you remain? Meta-analytic evidence on flexible work practices

What Happens Before Full-Time Employment? Internships as a Mechanism of Anticipatory Socialization

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